University Diversity Management Report: Weeks 2-4 Analysis

This report on diversity management analyzes various aspects of creating and maintaining a diverse and inclusive workplace. It starts by examining the pros of affirmative action plans, highlighting how they increase diversity and decrease discrimination, using examples to illustrate these points. The report then addresses how businesses often prioritize financial interests, potentially overlooking employee and customer concerns, which can lead to decreased job satisfaction and customer loyalty. It further explores the challenges of age and sexual orientation diversity, emphasizing the need for managers to address discrimination and implement inclusive policies. The role of executive sponsors in project success is also discussed, along with strategies for gaining leadership commitment. The report also delves into the company's need to address diversity in broad terms, including workforce and risk management, and provides ways to attract more diverse employees through intentional investment and recruitment. It also covers steps for implementing diversity policies through employee training and inclusive business practices. Finally, the report addresses dehumanization in the workplace, identifying factors such as uncomfortable environments, abuse of authority, and stereotypes that contribute to it.

Running Head: DIVERSITY MANAGEMENT
DIVERSITY MANAGEMENT
Name of the Student
Name of the University
Author’s Note

1DIVERSITY MANAGEMENT
Week 2
Answer 1.
Two pros on Affirmative Action Plan and their examples are as follows
 Usage of Affirmative plan is that is increases diversity in a particular work place
along with decreasing discrimination again few minorities and groups. If the
affirmative action is taken, it would help the minorities to enter and rise in a particular
field at a great frequency (Wrench, 2016). As a result if affirmative action plan is
implemented, the people belonging to schedule cast or tribe are not discriminated in a
workplace, they would feel free to join the enterprise.
 With the help of this plan, the environment of gender inequality can be eliminated.
Numerous gaps that exist in the society can also be decreased such as wages gaps,
gender gaps and many more (Wrench, 2016). This would help the people to chase
their dreams, for example an environment where there is no gender discrimination in
terms of wages, and women would feel respected and needed.
Answer 2.
Any business enterprise considers financial interests to be their major concern and
work hard to improve their working principles and revenue. In this process of improvement
some enterprises ignore or does not feel importance to be concerned regarding people, these
people may be employees or customer (Wrench, 2016). If the company is least concerned
regarding the employees they would not get job satisfaction. As a result, the production
would also decrease. In case the enterprise is not much concerned regarding the customers
they would not be happy about the performance of the company and they would not prefer
using their products or services.

2DIVERSITY MANAGEMENT
Week 3
Answer 1.
Age diversity is still a challenge in today’s workplace because elderly employees have
the most experience but they do not have the potential to work and young employees have the
potential to work but they have least experience. Older workers are definitely at disadvantage
because despite of their experience they do not have the potential to work enough (Harvey &
Allard, 2015). Sexual orientation is challenging sometimes because various companies prefer
male employees and also pay them more compared to the female employees. Managers can
take steps in order to remove the discrimination related to the sexual orientation of the
employees. Managers can also introduce several policies like similar wages should be
provided to every employee and many more.
Answer 2.
The roles of executive sponsor are very important in order to make a project
successful (Harvey & Allard, 2015). Project managers that are successful understand that the
executive support is very important as a result they work in order to gain executive support
when necessary. Some keys to gaining leadership commitment are
 Helping people to set stretching as well as achievable goals
 Show the vulnerability of the leader
 Put other prior to the leader.

3DIVERSITY MANAGEMENT
Week 4
Answer 1.
1. The diversity that the company needs to address includes considering the
diversity in some broad terms compare to gender diversity like age, employees
with certain disabilities and indigenous employees and many more (Trittin &
Schoeneborn, 2017). The company should consider the workforce
management as well as risk management aspects of the diversity that plans for
the future needs of the workplace. The company should also agree on the
achievements after developing the policy of diversity.
2. Some ways in which more diversity employees can be attracted are by
intentionally investing, marketing and recruiting, starting with a business
process that is scientific in nature and would work well, the hiring practices
can be accessed, the way of recruitment should be changed, and the company
should start by developing their current diverse talents and many more.
3. Implementation of the diversity policy can be carried out by following various
steps like training as well as sensitize the employees of the company,
understand various elements of a particular diverse work group along with
mapping the one that would fit the business DNA, the company should not
diversify for the goals that are very short term (Sabharwal, 2014). The
company should also keep its business principles very inclusive and strategic;
it should avoid the people who are pigeonholing. This implementation has to
be done in a top down approach with its business leaders at the top. The
recruitment should be done only if the participants match the skills and
capabilities and not because they match the parameter of diversity.

4DIVERSITY MANAGEMENT
Answer 2.
Dehumanization occurs at a time when a particular individual or a group establishes
in a specific brief system where another group or individual is not an expert (Riccucci, 2018).
In this case no one is able to define various reasons for the violent action.
Some factors in a workplace that cause dehumanization and oppression are
uncomfortable environment in a workplace like excess pressure of work which does not
allow any rest to the employees, this sometimes cause the employees to starve, suffer from
depression and many more illness (Ashikali & Groeneveld, 2015). Dehumanization can also
be done if an individual belonging to higher authority does not behave well with the
employees and abuses them when any work is not done properly.
Stereotypes can also be the cause of dehumanization, suppose a person from high
authority has disliking towards the people belonging to a specific religion on caste, this
would lead them to behave inappropriately with the employees belonging to that religion as a
result the employee would suffer from dehumanization.

5DIVERSITY MANAGEMENT
References
Ashikali, T., & Groeneveld, S. (2015). Diversity management for all? An empirical analysis
of diversity management outcomes across groups. Personnel Review, 44(5), 757-780.
Harvey, C. P., & Allard, M. (2015). Understanding and managing diversity: Readings, cases,
and exercises. Pearson.
Riccucci, N. (2018). Managing Diversity In Public Sector Workforces: Essentials Of Public
Policy And Administration Series. Routledge.
Sabharwal, M. (2014). Is diversity management sufficient? Organizational inclusion to
further performance. Public Personnel Management, 43(2), 197-217.
Trittin, H., & Schoeneborn, D. (2017). Diversity as polyphony: Reconceptualizing diversity
management from a communication-centered perspective. Journal of Business Ethics,
144(2), 305-322.
Wrench, J. (2016). Diversity management and discrimination: Immigrants and ethnic
minorities in the EU. Routledge.